Employee engagement is an important metric for employers to measure because engaged employees mean a more productive workforce and higher retention rates. With staff around the world suddenly being forced to work remotely, many companies are worried about how engaged their employees are.
Surprisingly, research shows that people are more engaged when working from home, with a recent Gallup poll  showing remote engagement rates raising as much as 11%. This doesn’t happen by itself; companies still need to have a plan in place to keep employees motivated and address concerns they may have. To set a baseline and gauge progress of this strategy, there are several factors you can measure to get a general feel for your employee engagement rates:
Absences happen, but it is widely proven that disengaged employees have more absenteeism. A 2019 study  found that 37% of disengaged employees have higher absenteeism rates. Some employees simply don’t feel like coming into work, while others are looking for different jobs. Look at employees with high absence rates and you’ll most likely find a disengaged employee.
The average absence rate for any given day in most companies hovers around 2.8% . That means if a company has 100 employees, three will likely be absent each day. If absence rates are higher than this, you likely have an issue with employee engagement that requires your attention.
Who better to ask about employee engagement than employees themselves? While employee engagement surveys used to be taken with pen and paper forms, many are now conducted digitally.
These surveys will have questions about your employees’ experience such as “The people I work with treat me respectfully” and “My supervisor is approachable and easy to talk to” with answers on a ranging scale. Companies find these surveys the best tool to measure employee engagement levels.
When providing employees with a survey, an Employee Net Promoter Score asks employees a variant of one simple question: “How likely are you to recommend your workplace to someone else?” Employees generally answer the question on a scale from 0-10. Those who answer 0-6 are considered detractors, 7-8 are passive, and 9-10 are promoters. Employees with high engagement are more likely to be promoters or passive, while those with low engagement levels are likely to become detractors.
High turnover rates usually go hand-in-hand with low employee engagement. So, what should your business aim for on turnover rates? Roughly 10% turnover . Percentages under that are likely to reflect high employee engagement while high turnover rates can signal low engagement. A great way to help you analyse why you have high turnover rates is by hosting an exit interview .
Disengaged staff bear a high cost to companies, so it pays off to invest in tools that consistently and continuously gauge employee engagement. While it can be a challenging metric to measure, Qualee is here to help.
Try the Starter Plan today for FREE or contact us to discuss solutions for improving your organisation’s employee engagement rates.